Thanking, monitoring and managing donors

Kate McBride, Corporate Partnerships Officer, RNLI

Tracking Payroll Giving Donors

Aims

• To give you an understanding of how the RNLI track and manage our Payroll Giving donors

• To recognise the importance of robust and regular monitoring processes

• To share information and learn from each other’s processes for tracking and managing Payroll Giving donors – group discussion

New Donors

• PFO’s

• Spontaneous/unsolicited

• RNLI led promotions

• RNLI website

• Consortium – Lifelines on Call

Processing New Donors

• Upload/create donor record on database

• Link donor commitment to employer, PFO and PGA

• Check DPA and essential information

• Extract list of new donors that require thank you letters – weekly mailing

• When necessary send donor instruction form to employer and PGA if known. Request confirmation

• Donor is now classified as registered

Supporter Journey

• Thank you letter

• RNLI supporter card

• Biannual newsletters

• Ad hoc mailings/appeals

• Research

• Future development

Reconciling Disbursement Statements

• Monthly disbursement statements received from PGA’s

• Upload and import into database

• Matches and updates commitment status for registered donors to contributing

• Filter through anomalies

• Indentify new unsolicited donors – thank you letter required

Credits and Misdirected Income

• Monthly process to identify registered donors that have not materialised

• Extract data and email relevant PFO/PGA’s to investigate queries

• Log PFO/PGA queries and update

• Investigate and if not resolved obtain a credit

Missed Payments and Reactivation

• Mailing to contributing donors with payment breaks of more than three months

• Reason codes to track donor responses

• Investigate any anomalies

• Reactivation calls

• Lapse commitments from non responders

Data Analysis

• Number and status of all Payroll Giving donors

• Which PFO is bringing in the most high value donors

• Most effective recruitment method

• Highest value donors

• Return on investment from each recruitment source

Looking Ahead

• Payroll Giving strategy

• Recruit more high value, long-term donors

• Engage and retain existing donors

• Maximise donor potential

• Ensure future growth

Any Questions?

Group Discussion

Thank you

Kate_McBride@rnli.org.uk01202 663295